Sunday, February 8, 2015

ULA has a NLRB hearing scheduled for Feb 17th at the NLRB offices in downtown LA. The union has multiple charges against the Conway and are looking to get the election over turned and possibly have another election. Or who knows we might take the high road and walk out for a few days to show Conway who really runs this company.

As for ULX, the company is holding back the certification of our election. Once the NLRB forces Conway to certify us then we could move forward and start talking about negotiating our contract.
We have to make something clear, CONWAY IS HOLDING US BACK FROM NEGOTIATING A CONTRACT! We need to stand as the UNION at our yard so that management stops playing games with our future. We voted yes and we should start acting like a UNION!!!

Saturday, February 7, 2015

National Labor Relations Board sent this bulletin at 02/03/2015 04:30 PM EST

Triumph Aerostructures, LLC Agrees to Reinstate 5 Employees and Pay $204,665 in Back Pay and Lost Benefits

Triumph Aerostructures, LLC will reinstate five discharged employees to their previous positions at their Grand Prairie, TX facility. In addition, Triumph will pay seven employees $204,665 as compensation for back pay and losses in retirement contributions and other pay and benefits pursuant to charges before the National Labor Relations Board.

The Employer manufactures parts for commercial, military, and business aircraft. The NLRB’s Region 16 Office in Fort Worth issued a complaint on September 29, 2014, alleging that the Employer violated the National Labor Relations Act by failing to bargain in good faith with its employees’ bargaining representative, International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, UAW and its Local Union 848, when it unilaterally implemented changes to its SPA 1700 training program, resulting in the discharge of seven employees.

On January 30, 2015, the parties entered into an informal Board settlement agreement resolving the dispute. As part of the settlement agreement, the Employer will pay $204,665 to seven employees. Nine employees will also have a total of 480 hours of paid leave restored. The Employer will also post a notice in its workplace that addresses the alleged violations and advises employees of their rights under the Act.

Wednesday, February 4, 2015

The election is off at NOF schedule on February 5, 2015 due to unfair labor practices by conway management. Management used intimidation, bribing, and surveillance tactics. this doesn't mean the fight is over.

Sunday, February 1, 2015

We received this letter signed by Conway big wigs. It was full of guarantees and false promises. This letter doesn't really mean anything. Should we vote the union down the company will pretend this letter never existed. Conway has the gall to call the union liars but they themselves are worse. It's time to get off the fence and take a stand! Conway has made billions off our hard work, it's time we make them share the wealth. A yes vote will give us a legally, binding contract. We will be voting in the right to negotiate working conditions, wages, health benefits, job protection, and a possible pension.NOF employees don't let management intimidate you. We know they are breaking the law by trying to bribe us one by one, trying to threaten closures, and many more underhanded tricks. They are nothing more than thugs.

THIS IS NOT A CONTRACT

This was given at (UBF) Bakersfield, CA

These guarantees mean nothing

This was given at (NMF) Miami, FL

The Reality of Conway's Termination Policy

711—Termination of Employment

Policy Number: 711I) Purpose & Scope To state the company's policy regarding termination of employment. This policy applies to all employees of Con-way Freight (CWF). II) Policy Employees are expected to conduct themselves in such a way that termination of their employment is neither requested nor necessitated. The term of any employment is necessarily indefinite and at will. Employees are free to leave at any time, for any reason or cause, with or without notice, just as CWF is free to terminate an employee's employment at any time, for any reason, with or without cause, and with or without notice.

111—Personnel Policies & Procedures
Policy Number: 111
I) Purpose & Scope
The purpose of this document is to provide guidelines for the preparation,
revision, publication
and distribution of personnel policies and procedures at Con-way Freight Inc.
This policy applies
to all employees of Con-way Freight Inc. (CWF).
II) Policy
It is the policy of CWF to develop and maintain appropriate policies and
procedures (P&P's) on
personnel administration and related topics to provide reasonable standards,
uniform application,
and general guidance for CWF management use. As such, these Personnel Policies
and
Procedures are not a contract and no employment contractual obligations on the
part of Con-way
Freight shall arise as a result of the publication of such policies and
procedures.
Neither these Personnel Policies and Procedures nor any other publication or
communication by
any management representative, either written or oral, made at the time of hire
or during the
course of employment or at the time of termination, is intended in any way to
create such an
employment contract.
All offers of employment and all continued employment with the company are
mutually
understood to be“employment at will”. This means that CWF has the right to
terminate
employment at any time for any reason, with or without notice, just as an
employee has the right
to terminate employment with CWF at any time for any reason. The terms and
conditions of
employment with CWF may be modified at the sole discretion of CWF, with or
without cause, with
or without notice. Examples of the types of terms and conditions of employment
which are within
the sole discretion of CWF include but are not limited to the following:
promotions, demotions,
transfers, hiring decisions, compensation, benefits, qualification, discipline,
or any other term or
condition of employment. Other than the President of CWF, no one has authority
to make any
arrangement for employment other than for employment “at will” or to make any
agreement
limiting CWF’s discretion to modify terms and conditions of employment. No
implied contract
concerning any employee related decision or term or condition of employment can
be established
by any statement, conduct, policy or practice. Only the President of CWF has
authority to make
any such arrangement or agreement or modify any such arrangement or agreement
and then
only in writing personally signed by him/her.
Because these Personnel Policies and Procedures are unilateral rather than
contractual, CWF
retains the right to apply, modify, revise, or delete any policy or procedure
as it deems necessary
or appropriate, at any time, with or without notice. CWF also retains the right
to approve or
disprove an exception to any policy or procedure by company management with the
express
authority to do so as outlined within that specific P&P or as noted below.
Nothing herein shall be
deemed to interfere with any rights employees have under applicable state or
Federal law.

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